Recruitment and Selection Policy

Date Effective: 20th august 2018 Approved by: Zac Holloway

Policy Number:

Purpose of The Policy

This policy is currently being developed to ensure that all relevant actions are clearly applicable to all relevant
acts, and that nothing in this process is grey and all relevant information will be disclosed. The policy will also
protect the rights of employees and employers through the provision of information and the harmonization of
procedures with existing legislation. By incorporating all these policies, it hopes to achieve a simple and
effective recruitment process.

Scope of the Policy

This policy applies to employees in the company's human resources department and is responsible for
the recruitment process. This is because they need to know the specific processes that exist so they
can apply them to their job roles..

Procedures (How things should be done)

Requirements for maintain Maintaining the latest job description is essential and must be maintained prior
and updating Job to the recruitment process. Ensure that the potential applicant obtains the most
Descriptions accurate information about the displayed role. The job description itself will
include detailed explination of what is required in the role and the jobs required
for the position. It will also include what is needed to align with the company's
values and objectives.

Requirements for These job descriptions of the ads can be displayed on the company's website as
advertising positions well as on job ads sites, such as looking and indeed. Finally, Facebook ads will
vacant be allowed to be used. When you display a list of jobs, you must include all of
the previously developed job descriptions so that you do not present misleading
advertisements. To ensure this, only the employees responsible for the
company's recruitment ads can develop and authrorise ads according to policy.
Vacancies must be shown without any discrimitive language or voice, and the
company is looking for all requirements.

Requirements for short
listing job applicants
After the advertisement has been posted for 3 weeks a shortlist of 20 candidates
that are qualifyied and have completed the application process will be
determined. This will be determined by the level of qualification and the
responses on the application. Each applicant will promptly receive a phone call
informing them that they are either successful or unsucceful in securing an
interview and these calls will be made within two weeks of removing the
advertisement. In this call they will also be notifyied of when and where the
interview is and any other relevant information. The interviews will be
conducted a in the following week of informing the candidates and results of
success will be given a week after that. This will ensure that information is
passed on promptly and clearly communicated.
Requirements for
conducting Interviews
Requirements to check
candidate references
Requirements to make job
offers
Requirements for notifying
unsuccessful candidates
Breaches of the policy
Responsibilities
Organisation
The organization must uphold this policy in all these areas and maintain its responsibility to ensure the proper
and fair recruitment process.
Managers/Supervisors
Managers and Supervisers must perform any responsibility in the policy for approving actions, such as
identifying successful candidates, approving e-mails or supervising the collection and abandonment of private
information.
The group interview will be conducted by shortlisted candidates and the
Comapanys of the relevant departments will be present to assess the candidates.
A panel interview will be conducted to see if the candidate has the qualities
required for the job role. It will also show whether they can maintain the value
that the organization already has. The written reply form will also be delivered
and required to be filled out so that panel members can support their decision to
a successful candidate. Group activities can also be merged, so observations
about team spirit and other attributes can be done.
If the referee on the resume is followed up and the authenticity of the
qualification requirement is verified, the reference inspection must be done in an
appropriate manner. Companies are not allowed to obtain any information that
violates privacy, only information that can be tracked and stored and used for
intended purposes only. To ensure that this approach is sensitive to the privacy
of the applicant, only authorized personnel can attempt to follow up, and the
data must be stored in a safe and secure place and cannot be accessed by others
when required.
Once descision candidates are successful, they must be informed that job
opportunities must be mafe in a timely manner. An email informs them that they
are successful and must issue a descision within 2 days. This will include
information reminding the person about the role, the start date, where and who
to provide the company's required personal information (tax file number, etc.),
workplace policy and transition, harmonization and duration. and instructions on
how to accept or reject a location. This may only be authorized by the personnel
issued, once all the information attached to the email has been approved.
If the candidates are unsuccessful, then they must be notified by email in 2 days
of descision being carried out. E-mail must include any formalities and
attatchments feedback to that person. It is important to ensure that their future
role will be taken into account. After they are notifyied, any personal
information must be removed from the company's property and completed by
the person who collects it.
If the policy is violated, the person responsible may issue a warning or
suspension of his or her role based on seriousness. In addition, if the
contravention is a violation of the relevant legislation, the consequences will be
received in the accoradance.
Employees
Individual employees must complete roles assigned by their superiors. This must be done in accordance with
policy so that the process can run smoothly and effectively.